Ontario is enhancing support for workers by introducing two significant new types of unpaid job-protected leave: Long-Term Illness Leave and Placement of a Child Leave. These changes, introduced under the Working for Workers Six Act, 2024, are part of an evolving framework designed to better reflect the realities of modern work-life balance, caregiving responsibilities, and health challenges.
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Long-Term Illness Leave: More Time for Recovery Without Job Loss
Effective Date: June 19, 2025
Currently, employees in Ontario are only entitled to three days of unpaid personal sick leave per year. Starting mid-2025, that will significantly change with the introduction of 27 weeks of unpaid long-term illness leave.
Who Qualifies?
Employees with at least 13 consecutive weeks of employment with their employer will be eligible.
Requirements and Process:
- A medical certificate from a qualified health practitioner is required.
- The certificate must confirm a serious medical condition (chronic or episodic) and the expected length of time off.
- Employees must provide written notice before or shortly after starting their leave.
- The certificate must be shared upon employer request.
Duration and Flexibility:
- Up to 27 weeks can be taken within a 52-week period.
- The leave can be taken in multiple segments.
- Employers may count any part of a week as a full week of leave.
Financial Support:
- The leave is unpaid, but employees may apply for up to 26 weeks of Employment Insurance sickness benefits from the federal government.
Important Change to Sick Leave Medical Certificates
As of October 28, 2024, under the previous Working for Workers Five Act, employers can no longer require a medical certificate for the standard three-day unpaid sick leave. However, other reasonable evidence, such as self-attestation, may be requested.
Certificates can still be requested for:
- Illnesses lasting more than three days
- Other non-statutory medical leaves
Placement of a Child Leave: Supporting Families Built Through Adoption or Surrogacy
Effective Date: To Be Announced
Another major addition to Ontario’s leave entitlements is 16 weeks of unpaid leave for the placement of a child through adoption or surrogacy.
Who’s Eligible?
Employees with at least 13 consecutive weeks of service.
Key Features:
- Leave can begin up to six weeks before the expected placement date.
- Must be taken in one continuous period, up to 16 weeks.
- The leave can be shared between parents.
- If the placement falls through, leave continues for up to 14 more days (or less if agreed upon).
Notification Requirement:
Employees must give their employer at least two weeks’ written notice, outlining the intended start and end dates of the leave.
Coordination with Federal Benefits:
This leave is designed to complement the upcoming 15-week federal Employment Insurance benefit for adoptive and surrogate parents. The federal rollout date is also pending.
What Employers Need to Do: Prepare Now for Policy and Operational Adjustments
These legislative changes have implications for HR policies, employment contracts, and workplace operations.
Immediate Actions:
- Review and update leave policies to align with the new entitlements.
- Assess impact on current disability plans, sick leave structures, and staffing needs.
- Monitor updates from the Ontario Ministry of Labour for the official implementation date of the Placement of a Child Leave.
Final Thoughts
Ontario’s new leave entitlements mark a meaningful shift in how workplaces support employee health and family life. By proactively preparing for these changes, employers can ensure compliance, minimize disruption, and foster a more supportive workplace culture. As the landscape of employment standards evolves, staying informed is critical for both employees and employers alike.